staffing Flashcards
human resource management
human recourse management is defined as the effective management of the formal relationship between the employer and employees. this position involves the recruitment, selection, training, development, appraisal and dismissal of staff
relationship with performance of staff and achieving business objectives
business objectives include making a profit, expanding the business and increasing market share, it is the employees that generate most of the businesss revenue it is up to the business what kind of performance staff they will choose, higher performing staff will work harder to build the market share and have better quality customer service which can lead to making a higher revenue, bu then these staff cost more to the expenses s the staff performance has a strong relationship with he business objectives.
employment cycle
covers all stages in the process of employing staff, from initial planning through recruitment, selection, induction, performance management, and eventual termination of employment.
human recourse planning
human resource planning is the development of strategies to meet the businesses future human recourse needs. they need to relate the position to business strategy that will help achieve business objectives.
need to monitor and plan:- the number of employees required
- their qualifications, including skills, previous experience and knowledge
- when and where these employees will be needed
impacts of staffing needs
the development of technology has impacted the sfattfing in these ways:
- existing employees may need to be trained to use new tech
- new tech may replace jobs
- pay rates may need to be adjusted
- staff may use computers for personal business
job analysis
job analysis is the study of an employees job in order to determine the duties performed, the time involved with each of those duties, the responsibilities involved and the equipment required.
job description
job description is a summary of what th worker will be doing- the role they will have in the business in terms of duties and responsibilities
job specification
job specification will indicate the sort of person a business is seeking in terms of personal qualities, skills, education and work experience
job design
job design details the number, kind and variety of taks that individual employees perform there jobs. jobs may be designed so they include a variety of tasks to keep employees motivated and interested
recruitment
the process of attracting qualified job applicants. this can be done by using advertisements, websites, employment agencies and world of mouth, from here the most appropriate person for the job is selected.
internal recruitment
pro- employee already known to the employer so easier choice
- applicants are already familiar with business objectives, culture and processes
con- may be no suitable applicant
- may cause conflict or jealousy between employees
external recruitment
pro- more people to choose from
-bring new and fresh ideas to the business
con- costs money to advertise and recruit new staff
- applicants are unknown so choice my be more difficult
selection methods
interviews- ad- actually get to meet the candidates
dis- may present well at an interview but not all may be true
physic testing- ad- can give insight to personality
dis- relies on honest answers
work testing - ad- can see if they have the physical skills
dis- doesn’t show personality skills such as leadership or problem solving
online selection- ad- convenient
dis- very impersonal
employment arrangements
permanent- full time (usually 38 hours pr week), part time (agreed number of hours and woking times each week’)
fixed term- can be full or part time and has agreed finishing date
casual- usually part time and has no set working hours.
conditions of employment
- number of hours expected to work
- annual leave entitlements
- sick leave/long service leave
- public holidays
- redundancy pay
